Here I need 6 perspectives to justify the course of action.... Please provide th

Question

Here I need 6 perspectives to justify the course of action....

Please provide the 6 perspectives.

Thesis: You are a Human Resource Manager for Nino Distributors, a company that specializes in distributing pain relief medicine for major companies such as Johnson & Johnson. One of your major duties is to oversee the employees' attendance and productivity towards the company. Nelson, a 63 year old man, who has been with the company for 21 years with an impressive productivity levels in comparison to nearly every other employee. But Nelson, whom is aware of, has a downfall of coming in late for his shifts begin, returning tardy from breaks and even leaving early before his shifts end. Over the years Nelson has helped out with overtime hours when the company needed it most, he has taken necessary pay cuts as well as promotions, very polite with upper management as well with entry level employees. Most would say Nelson is a valuable employee to the company. Your boss comes in to your office and explains to you that the company is headed in a direction to lay off workers due to lack of distribution orders. Your boss wants to focus laying off workers who have violated the attendance policy within the company. He has prepared a list of workers whom he has decided for you to let go. You notice that Nelson's name is on the list and you begin to question your boss's decision on what should be considered for an employee to be laid off. Knowing Nelson's work ethic for the company and his mannerism towards the work environment and the potential set back the company could suffer from you begin to explain to your boss to reconsider what the process of being laid off should consist of Your boss has his mind made up and doesn't care of how valuable the employee is to the company and wants them gone. Your decision is either, (a) are you for action and don't fire Nelson and present your side to someone above your boss, or, (b) against action and do nothing and continue with your boss's demands.

Explanation / Answer

I am for the action and will not fire Nelson and present my side to someone above my boss. The reasons I would not fire Nelson are:

Flexibility: Nelson has shown tremendous flexibility when it comes to work and attitude towards his fellow employees. This is a valuable asset and should not be ignored.

Tough times ahead: Due to the lack of orders, we are likely to see tough times ahead. At this point, we need to keep the loyal employees who have been with us for a long time.

Employee morale: Nelson is a guy that everyone likes and if he is fired then it is definitely going to demotivate many employees.

Attendance issue: While Nelson has been having difficulty in maintaining attendance and shift timings, we need to allow him to explain the reasons. We should not assume the reasons and fire him based on that.

Past records: Nelson has taken a pay cut before. He will likely take another pay cut if the situation is explained to him properly. This provides a valuable opportunity in a difficult time.

Non-pragmatic approach: Numerical based decision making may ask Nelson to be laid off but we need to consider other intangible parameters before deciding on letting employees go.

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